We, in Greenhills College, are committed to providing a comprehensive integrated education that will enable each individual to fulfil his/her potential in a positive, caring, respectful, learning environment where skills and attitudes for life-long learning are developed. We will promote equality, innovation and partnership in the delivery of our services.
Aims and Objectives
- To foster the growth of the students of the College morally, socially, academically, emotionally and physically regardless of their social background, education achievements or intellectual ability.
- To educate students from all religious and cultural backgrounds.
- To provide a comprehensive curriculum to assist each student to make the most of their talents, skills and abilities.
- To operate the College as a partnership between the staff, students, parents and the wider community in accordance with the Education Act 1998 and the Education Welfare Act 2000.
- We aim to establish an inclusive work environment free from discrimination in accordance with the Equal Status Act 2000.
To view a copy of the Greenhills Community College Admissions Policy 2022/2023, please click here.
To view a copy of the Greenhills Community College Admissions Notice 2020/2021, please click here.
To view a copy of the Greenhills Community College Anti-Bullying Policy, please click here.
To view a copy of the Greenhills Community College Assessment and Reporting Policy, please click here.
To view a copy of the Greenhills Community College Attendance Strategy Policy, please click here.
To view our code of behaviour click here.
To view a copy of the Greenhills Community College Critical Incident Policy, please click here.
To view a copy of the Greenhills Community College DEIS Plan, please click here.
To view a copy of the Greenhills Community College Digital Learning Policy, please click here.
The purpose of the policy is to demonstrate DDLETB’s commitment to implementing and promoting measures to protect the dignity of employees and to encourage respect for others at work. This is done by creating a work environment free from discrimination, harassment, racism, sexual harassment, bullying and disrespectful behaviour by dealing effectively with any complaints of such conduct, and also by welcoming diversity and promoting employment equality.
This policy is to give practical guidance to staff on:
- what is meant by discrimination, harassment, sexual harassment, bullying and disrespectful behaviour;
- how this unacceptable behaviour may be deterred;
- how to raise the awareness of management and staff to the identification of the potential for this form of unacceptable behaviour;
- what steps to take if it does occur to ensure that adequate procedures are readily available to deal with the problem, to ensure that all parties, complainant and respondent, are treated fairly in resolving the problem and to prevent any recurrence.
It is important to note that while DDLETB cannot guarantee confidentiality, it will make every effort to ensure that everyone involved while a complaint of harassment, sexual harassment or bullying is being investigated observes it.
Where it is necessary to interview witnesses as part of an investigation they will be expected to respect the privacy of the parties involved by refraining from discussing the allegations with other work colleagues or persons outside of the organisation.
Nothing in this policy overrules a person’s legal and statutory rights.
It is the objective of this policy is to set out DDLETB’s policy and procedures in relation to harassment, sexual harassment and bullying and outlines the procedure to be followed if any member of staff feels that they have been subjected to harassment.
This policy applies to all employees, contractors, customers, suppliers and visitors to the workplace. This policy applies during normal working time in the ETB’s premises and also at work related social events, business trips and other work related activities such as training courses or conferences, whether they take place on the ETB’s premises or not, and whether or not they take place during normal working hours.
DDLETB is committed to equal opportunity of employment and all employment policies, procedures and practices will be based on merit, qualifications and abilities. Employment and recruitment practices will not be influenced or affected by an employee’s race, colour, religion, sex, marital status, nationality, family status, sexual orientation, disability, age or membership of the Traveller community. Implied in the DDLETB’s contracts of employment is a commitment to equal pay for equal work. Likewise, in selecting service providers, none of the grounds listed above will be used as the basis for any decision.
DDLETB promotes and supports the right to dignity at work. All who work in DDLETB are treated equally and respected for their individuality and diversity. DDLETB will not tolerate discrimination, bullying, sexual harassment, harassment or disrespectful behaviour by one employee or group of employees against another or others for any reason. Lack of respect may be shown in words, conduct, acts or demeanour. The ETB promotes a workplace culture of dignity, respect and openness to diversity which should be reflected in the actions and behaviour of all employees. Where this occurs it is regarded as contravening the values of the ETB and as such will be treated as a serious disciplinary matter.
Discrimination is defined as the treatment of a person in a less favourable way than another person is, has or would have been treated, on any of the nine grounds listed below. Discrimination is also taken to have occurred where one of the nine grounds is imputed to a person, or where a person who is associated with another is treated less favourably than another person would have been by virtue of that association.
DDLETB values the contribution of all employees and requires every employee to refrain from any type of behaviour which may be interpreted as offending, harassing or discriminating against another/other employees. While not restricted to the grounds listed below, the policy prevents any form of discrimination based on the following:
- Marital status
- Family status
- Sexual orientation
- Religious belief or lack of religious belief
- Age (16+)
- Disability or the nature of disability
- Race, colour, nationality or ethnic or national origins
- Membership or non-membership of the Traveller community.
The Employment Equality Acts, 1998 and 2004 expressly prohibits harassment. Harassment is defined as any form of unwanted conduct related to any of the nine discriminatory grounds, being conduct which has the purpose or effect of violating a person’s dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment.
Harassment may be explicit or implicit; it may be a single incident or occur over a period of time. It may be directed at an individual or at a group. In defining and identifying harassment it is the effect of the behaviour that is relevant not the intent. It is the impact of the behaviour on the person affected that determines whether harassment has occurred.
Such conduct may include spoken words, gestures or the production, display or circulation of written words, pictures or other material, if the action or conduct is unwelcome to the employee and is deemed to be offensive, humiliating or intimidating. Examples of harassment include the following:
- jokes, comments, ridicule or songs
- faxes, text messages, emails or notices
- jostling, shoving or any form of assault;
- gestures, posturing or threatening poses;
- visual displays such as posters, emblems or badges;
- isolation or exclusion from workplace social activities;
- pressure to behave in a manner that the employee thinks is inappropriate, e.g. being required to dress in a manner unsuited or a person’s ethnic or religious background.
Sexual harassment is prohibited by the Employment Equality Acts, 1998 and 2004. Sexual harassment is defined as conduct of a sexual nature which has the purpose or effect of violating a person’s dignity and creating an intimidating, hostile, degrading, humiliating or offensive environment.
Such conduct may take the form of unwanted verbal, non-verbal or physical conduct of a sexual nature. This may include acts of physical intimacy, any request for sexual favours, or any other act or conduct including spoken words, gestures, or the production, display or circulation of written words, pictures or other material that is unwelcome and regarded as sexually offensive, humiliating or intimidating.
Many forms of behaviour can constitute sexual harassment and a single incident may constitute sexual harassment. The following is a listing of potential forms of sexual harassment, which is not exhaustive:
- unwelcome sexual advances, propositions, or pressure for sexual activity;
- unwelcome pressure for social contact;
- sexually suggestive jokes, remarks or innuendoes.
- unwelcome physical contact such as groping, pinching, patting, unnecessary touching or brushing against another person’s body;
- indecent exposure;
- unwelcome fondling or kissing;
- sexual assault or rape.
- the display of sexually suggestive or pornographic pictures and calendars, objects, written materials, emails, text messages or faxes;
- leering, offensive gestures, whistling.
All forms of bullying is prohibited. Workplace bullying is repeated inappropriate behaviour, direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment, which could reasonably be regarded as undermining the individual’s right to dignity at work. An isolated incident of the behaviour described in this definition may be an affront to dignity at work but, as a once off incident, is not considered to be bullying.
Forms of Bullying
Bullying occurs in many guises and reveals itself through obvious and direct methods as well as in less direct and subtle forms. Bullying may manifest itself across the organisational and management structure. It can occur within peer groups (staff on the same grade), from management to staff and from staff to management. Bullying may be categorised in a number of forms including behaviour that may:
- Humiliate: Preventing a colleague from speaking by using aggressive and/or obscene language, sneering or ridicule including horseplay or practical jokes, and criticising their efforts often in front of others;
- Intimidate: physical abuse or threats of abuse, open aggression, threats, staring, shouting abuse or obscenities;
- Verbal abuse: persistent unwarranted criticism;
- Victimise: manipulation of a colleagues reputation by rumour, gossip ridicule and/or innuendo;
- Exclude and isolate: social exclusion and isolation;
- Intrude: through pestering, spying or stalking;
- Manipulate the nature of work by withholding information, setting meaningless tasks, giving repeated unreasonable assignments or duties that are obviously unfavourable to one individual, giving repeated impossible deadlines or impossible tasks, or regularly taking the credit for somebody’s work, but never taking the blame when things go wrong;
- Undermine a person’s authority.
Lack of respect is prohibited by the ETB. It can be shown by direct comments, sarcasm, snide remarks, inappropriate jokes or banter towards a colleague. It can arise where colleagues are ignored, overlooked, avoided or shunned without good reason and in a manner likely to be hurtful or disrespectful. Jokes or comments directed at, or referred to, a colleague could be thought amusing by others but may be unpleasant, uncomfortable or hurtful to that colleague. Respect should be shown to all colleagues. Respect is also earned. By showing respect to others and honouring their personal dignity, a person will earn their respect.
It is the effect of the treatment on the harassed or bullied individual, and not the intent of the alleged perpetrator, that will be taken into consideration when determining whether or not the treatment constitutes harassment, sexual harassment or bullying.
Harassment, sexual harassment and bullying exact a high price from employees and employers alike. Employees can be subject to fear, stress and anxiety, which may put great strains on personal and family life. Individuals working in a climate of fear and resentment do not perform to their capabilities. The result is not just poor morale but increased absenteeism, higher labour turnover, reduced productivity, reduced efficiency and divided teams.
All individuals, whether directly employed or contracted by DDLETB, have a duty and responsibility to uphold the principles of this policy. While each employee has a responsibility to ensure that harassment, sexual harassment and bullying is prevented, Managers, Section Heads/Line Managers and Trade Union Representatives/Officials have a specific responsibility to promote the provisions of this policy.
This policy guarantees that all complaints will be treated seriously and agreed procedures IVEA, TUI, ASTI, IMPAC and SIPTU – Codes of Practices for Dealing with Complaints of Sexual Harassment, Bullying and Harassment in VEC Workplaces – 1 September 2006 will be followed.
An individual is free to make a complaint. He/she will not be victimised for making a complaint. However, if a complaint is found to be false or malicious, disciplinary action will be taken as appropriate, up to and including dismissal.
All parties involved will be treated with respect, and counselling may be availed of by either or both parties at any stage in the procedure. The alleged perpetrator of harassment is entitled to representation, a fair and impartial hearing and the right to challenge a claim of harassment. An allegation of harassment remains an allegation until it is found, following investigation, to be harassment.
Where an employee is found to have engaged in harassment, he/she will be subject to the disciplinary procedure and disciplinary action, as appropriate, up to and including dismissal.
Retaliation is a serious violation of this policy and should be reported immediately. Any staff member found to have retaliated against another for filing a complaint or assisting in an investigation will be subject to disciplinary action.
To view a copy of the Greenhills Community College Health and Safety Policy, please click here.
In order to assist the college in implementing this policy, parents/guardians are asked to arrange not to contact students by mobile phone at any time during the school day, which may necessitate the student breaking the school rules. Contact may be made through the office on 01 450 7138.
- Mobile phones must be switched off and kept out of sight during the school day. (9:00am-4:00pm), (Wed 9.00am – 1.10pm)
- Teachers will confiscate phones if they are switched on during the school day. Phones will be returned on the production of a note from a parent/guardian produced at the end of the following day.
- Students causing a second disruption will not have their mobile phone returned until collected by parent/guardian.
- The use or possession of picture phones/voice recording phones while on school premises or on school related activities is strictly forbidden.
- Personal Stereos, MP3s, iPods, Earphones, etc are not to be brought to school. These items may be confiscated if observed in the student’s possession.
- Students found breaking this rule will have these items confiscated immediately Parents/guardians must arrange to collect them. Parents/guardians may also have to enter into an agreement with the school that the student will not bring the phone onto the premises in the future.
- Irresponsible use of picture phones can lead to serious infringements of people’s rights. Bullying or harassment in any form, including sexual harassment involving picture phones, will be severely dealt with by the school, and the relevant authorities including the Gardai.
- Any student found using a camera/voice recording phone may be considered, depending on the circumstances, to have committed a serious infringement, meriting sanction up to/including suspension. The Principal, in consultation with relevant staff members, will determine sanctions.
- A condition of its return will be that the parent/guardian will display all recordings saved on the device to the school and that the school has the right to insist that all recordings of school staff, whether taken inside or outside the school premises, and all recordings of students taken inside the school premises, will be deleted before the phone is handed over.
- Depending on the nature of content, the school reserves the right to contact relevant outside bodies to determine appropriate course of action, i.e. Gardai, Legal Advice etc.
- Students may not contact their parents during school hours on their mobile phone, if any student has an emergency the school secretary will make the necessary phone call.
- Greenhills College accepts no liability whatsoever in relation to theft or damage to a phone while a pupil is in school.
When a student’s mobile phone interferes with the learning environment, teacher requests the mobile phone and if not handed to the teacher immediately the student is sent to the Principal/Deputy Principal or Year-head and the appropriate action will be taken.
To view a copy of the Greenhills Community College RSE Policy, please click here.
To view a copy of the Greenhills Community College Safeguarding Statement, please click here.
It is school policy to organise for the benefit of students when this is deemed appropriate by the teaching staff, in consultation with the Principal. The College recognise the benefits of outings to complement normal school work, for educational or sporting purposes.
Some trips are organised as part of the course to be followed in a subject area. Other outings and trips are additional to the curriculum and are not deemed a core activity.
The lengths of trips, outings and trips may vary from short local visit to a longer trip involving staying away for several days.
College trips, outings and tours area privilege reserved for students who meet minimum standards of behaviour while at school. Students who do not meet minimum standards of behaviour, as decided by the Principal, may be refused permission to participate in a school outing. The Principal reserves the right to disallow a student from participation in a school trip if, in his/her opinion, the health or safety of the student or other students or teachers is at risk.
All school rules and all school policies apply while on school trips. In particular, parents and students should be aware that permission to travel on a College related activity is conditional on strict adherence to the Code of Behaviour
All students selected for sports teams and who travel as part of a class group represent Greenhills Community College. The highest standards of behaviour and conduct are expected as a matter of course.
In general, written permission is required from a parent/guardian of a student before they may go on a trip. It is understood that students who play a part of a team representing Greenhills Community College have on-going parental permission to travel to all away matches.
Parents should be aware of the tradition of support for school teams that the College wishes to promote. Pupils are encouraged to support teams at fixtures at home or away that might be arranged at short notice. It is understood that pupils who sign up to support a team playing either in the College or travelling to an away match will have secured parental permission beforehand. Parents who do not accept this arrangement should inform the College at the start of the academic year. While every effort will be made to adhere to arranged times on trips, in particular the arrival time back at the College, the College cannot guarantee such times, for example where circumstances arise which are outside the control of staff involved.
Special Needs, Medical Issues and Dietary Requirements
It is the responsibility of parents/guardians to ensure that the organiser of any trip is aware of any special needs, medical or dietary issues. Such information that has been given to College medical staff is not passed to trip organisers as a matter of routine.
The number of staff which accompanies a group will be influenced by a number of factors including:
- The number of students travelling
- The age of the students
- The destination of the trip
- Additional supervision which may be provided at the trip destination
- The division of students into smaller groups with each requiring supervision
- The type of transport to be used
Certain trips facilitate shopping or recreation which may not directly supervised. This situation will usually arise for senior students and will be indicated on the permission slip, itinerary or information letter sent to parents/guardians.
The College expects that all students travelling on an extended tour will display a level of maturity commensurate with their age. Students on trips which involve an overnight stay in Ireland or abroad will not be supervised on a 24 hour basis and all extended school tours will involve periods of time without direct supervision. Parents who are concerned that such a level of supervision is inappropriate should not permit their son to take part in such trips.
School Tours Abroad/Exchanges/Overnight Trips
In general, overnight trips/tours occur in addition to the normal academic and extra-curricular programmes of the College. There is normally an additional charge.
Students, who withdraw from the trip after a deposit, or full monies, has been paid, will not be entitled to a refund. Similarly, a student who is prevented from travelling for disciplinary or safety reasons will not be entitled to a refund.
It is the responsibility of parents/guardians in conjunction with students to ensure that all documents necessary for travel abroad (eg passport, identity card) are up to date and in order. The College will not take responsibility for a student whose personal documentation is not in order and who is prevented from travelling abroad as a result.
Parents/guardians will receive a written overview/itinerary of overnight trips and will be required to give written consent to their son taking part on the trip. It will be the responsibility of parents/guardians to ensure that the organiser of a trip is aware of any special needs, medical or dietary issues. Students will be informed, prior to going on the trip that College rules apply on trips.
The Code of Behaviour
Parents and pupils should be aware that the Code of Behaviour applies on all school trips. The Code of Behaviour states clearly that the possession, use, supply or nay involvement with illegal drugs, dangerous objects, alcohol, or tobacco is seen as an extremely serious offence likely to lead to prolonged suspension or expulsion. In particular, pupils and parents should note that the Board of Management reserves the right to remove from the school register any student who has possession of dangerous objects, weapons or harmful substances while on a school trip of any kind.
Health and Safety
Health and safety of students and supervision is a priority when organising and taking a College trip or tour. Teachers taking any trip will exercise due care, common sense and judgement of health and safety arises.
Parents of students who have special needs, a medical condition, or who are on medication of any kind, should notify the teacher/s in charge of this and any medication being taken.
In case of an accident, staff will normally apply basic first aid only. Expert medical attention will be sought should this be thought necessary.
On return from, or during, any trip staff may advise a parent/guardian to seek medical advice, should they deem this appropriate.
Where there is a serious accident occurs, staff will seek medical assistance as a first priority then inform the College. Parents will be contacted as soon as possible by the College.
Greenhills Community College requires that all students are covered under the College insurance policy, and the College return details of all students to the insurers for this purpose. Specific activities are excluded from this policy and Parents/Guardians may request to see these.
Day trips will not normally be covered by another insurance policy. Additional insurance for longer trips will be organised by the College where considered appropriate.
School phone mobile to brought out on tour.
 All parents and pupils have been sent a Copy of the College Code of Behaviour, acceptance of which is a condition of entry to Greenhills Community College.
 All parents and pupils have been sent a Copy of the College of Behaviour, acceptance of which is a condition of entry to Greenhills Community College. Additional copies are available from the School Office
To view a copy of the Greenhills Community College SEN Policy, please click here.
To view a copy of the Greenhills Community College Wellbeing at Junior Cycle, please click here.